If you are a federal contractor, then you must comply with the posting requirements of the National Labor Relations Board (NLRB). These requirements are in place to ensure that workers are aware of their rights under the National Labor Relations Act (NLRA). Failure to comply with these requirements can result in penalties and legal action.
The NLRA protects the rights of employees to organize and engage in collective bargaining. It also prohibits employers from engaging in unfair labor practices. To ensure that employees are aware of their rights under the NLRA, the NLRB requires federal contractors to post a notice informing workers of their rights.
The notice must be posted in a conspicuous location where all employees can see it, such as a break room or a bulletin board. The notice must also be provided in languages other than English if a significant portion of the workforce speaks another language.
In addition to the posting requirement, federal contractors must also include a clause in their contracts and subcontracts requiring subcontractors to comply with the NLRB posting requirement. This clause must also require subcontractors to flow down the requirement to any lower-tier subcontractors.
The NLRB provides a free poster that meets the posting requirements. It is available in both English and Spanish, as well as other languages. The poster includes information on employee rights to form a union, join a union, bargain collectively, and engage in other protected concerted activity. It also includes information on how to contact the NLRB if employees believe their rights have been violated.
It is important for federal contractors to comply with the NLRB posting requirements to avoid penalties and legal action. Failure to comply can also result in negative publicity and damage to the contractor`s reputation. By complying with the posting requirements, federal contractors can ensure that their employees are aware of their rights under the NLRA and can work together to improve their working conditions.